Document Number :

Originated Date : Rev No. Rev Date:

MCCL/QSD/QSP 08/DMS
01-01-2016 00 01-01-2016
06
HR Manual Page 1 of 21

MANARAH AL-JUBAIL CONSTRUTION

COMPANY LTD (MCCL)

P.O. Box No. 977, Al-Jubail 31951, Kingdom of Saudi Arabia

Website : www.manarahglobal.com
Email : info@manarahglobal.com
Tel no : +966 13 3624006
Fax : +966 13 3617991

HR POLICY MANUAL

THIS HR POLICY MANUAL IS THE SOLE PROPERTY OF MANARAH AL-JUBAIL CONSTRUTION

COMPANY (MCCL) AND IT SHOULD NOT BE REPRODUCED IN PART OR IN FULL WITHOUT
WRITTEN PERMISSION FROM THE HR / MANAGING DIRECTOR OF MANARAH AL-JUBAIL
CONSTRUTION COMPANY (MCCL)

PREPARED BY REVIWED BY APPROVED BY

 Document Number :
Originated Date : Rev No. Rev Date:
MCCL/QSD/QSP 08/DMS
01-01-2016 00 01-01-2016
06
HR Manual Page 2 of 21

TABLE OF CONTENTS
0. INTRODUCTION
0.1General
0.2Company Profile
1. ORGANIZATION CHART
2. EMPLOYMENT
2.1Recruitment and selection
2.2Overseas Recruitment
2.3Local Recruitment
2.4Appointment
2.5Induction
2.6Probation
2.7Equal employee opportunity
2.8Employment records
2.9Hours of work
2.10 Holidays
2.11 Breaks and Rest periods
3. TERMS AND CONDITION
3.1Time keeping / Punctuality
3.2Dress code
3.3Communication
3.4Resignation and termination
3.5Usage of Company Property
3.6Travel & Accommodation
4. DISCIPLINARY
4.1General
4.2Investigation
4.3Appeal
5. LEAVE
5.1Sick leave benefits
5.2Annual leave benefits
5.3Emergency leave
6. BENEFITS
6.1Over time
6.2Compensation
6.3Suggestion program
6.4Remuneration
7. PERFORMANCE APPRAISAL
6.1Method
6.2Appeal
8. Health & Safety
8.1Smoking Policy
8.2Alcohol Policy
9. Annexure
1. Organization chart
2. Disciplinary Procedure
3. Employee Travel, Accommodation Fare Structure

0. INTRODUCTION
 Document Number :
Originated Date : Rev No. Rev Date:
MCCL/QSD/QSP 08/DMS
01-01-2016 00 01-01-2016
06
HR Manual Page 3 of 21

0.1 GENERAL
This handbook contains company information and a summary of MCCL policies which
are correct at the date of print. You should note that all policies are subject to change
and variation from time to time; you are advised to check with your head to ensure that
you have access to the most up-to-date information.

The handbook is designed to give clear advice to employees and to create a culture
where issues aredealt with fairly and consistently. This is a guide to your terms and
conditions of employment and should be read in conjunction with your individual
statement of employment. The handbook provides you with important information
relating to The Companys policies, procedures and rules.

The information contained in this handbook applies to all our employees. Following the
policies described in this handbook is considered a condition of continued employment.
Failure to do so may result in the Disciplinary Procedures being invoked. The contents of
this handbook shall not constitute nor be construed as a promise of employment or as a
contract between MCCL and any of its employees.

You are responsible for reading, understanding, and complying with the provisions of
this handbook and you should sign and return the conformation of receipt and
understanding.

MCCL reserves the right to make reasonable changes to any of your terms and
conditions of employment. MCCL will notify you in writing of such changes at the
earliest opportunity or in any event no more than one month after such change has
taken place. Any changes will be deemed to have been accepted unless written
notification of any objection has been received before the end of any notification
period.

Whilst this handbook aims to provide a comprehensive guide to The Companys terms
and conditions of employment, your offer of employment letter, statement of
employment and/or other companys policies and procedures may provide more
authoritative details.
 Document Number :
Originated Date : Rev No. Rev Date:
MCCL/QSD/QSP 08/DMS
01-01-2016 00 01-01-2016
06
HR Manual Page 4 of 21

0.2 COMPANY PROFILE

MANARAH AL-JUBAIL CONSTRUTION COMPANY (MCCL) Known for its expertise,
quality and workmanship of their Civil, Electro-Mechanical Construction for industrial,
residential and commercial projects

The company was founded in the year 1995 and attracts major market leaders by its
perfection in this business. MANARAH AL-JUBAIL CONSTRUTION COMPANY believes the
Satisfaction of our valuable customer.
On time delivery.
Quality with assured our customer.
Health & Safety of Employees
Environmental protection

Company Name - MANARAH GLOBAL CONSTRUCTION COMPANY LTD

(MCCL )
Address ( Head Office) - P.O. Box No. 977, Al-Jubail 31951, Kingdom of Saudi
Arabia
Established on - 1995
No. of Employees - MCCL 487 , Supplier - 783 : Total : 1270
Office Timings - 07.30 AM to 07.00 PM
Lunch Break - 12.30 PM to 02.00 PM
Website - www.manarahglobal.com
Contact Mail - info@manarahglobal.com
Contact Person - General Manager Operation
Name - M.Joshy
 Document Number :
Originated Date : Rev No. Rev Date:
MCCL/QSD/QSP 08/DMS
01-01-2016 00 01-01-2016
06
HR Manual Page 5 of 21

1. ORGANIZATION CHART

1. Refer Annexure 1

2. EMPLOYMENT
2.1 RECRUITMENT AND SELECTION
Recruitment and Selection aim to search and hire suitable candidate to fill vacancies
in MCCL with the view to satisfying human resources needs. The search may be
internal and/or external.
Prior to the employment of any employee the Manpower request Form must be
completed by the requester
The Department Head will provide the Human Resources Officer with a fully
authorized manpower request Form and instruct commencement of Recruitment
Employment of Personnel to the any position of MCCL will require the authorization
of OM/GM.
The Human Resources Officer will control that the correct authorization has been
obtained. When all is in order they shall commence the recruitment process.

2.2 OVERSEAS RECRUITMENT

Based on the manpower request from HR incharge will communicate to the
consultant regard the required post , qualification, Experience , basic job
knowledge , required date and no of person
The consultant will receive all applications from the candidate and forward to the HR
Officer.
The HR Officer shall sort all applications that meet the minimum appointment
requirements as advertised, and then forward these applications to the Department
head concerned, together with a full list of all applications received.
 Document Number :
Originated Date : Rev No. Rev Date:
MCCL/QSD/QSP 08/DMS
01-01-2016 00 01-01-2016
06
HR Manual Page 6 of 21

The Department head, in consultation with the Human Resources Officer, shall draw
up the shortlist of candidates for interviewing.
The shortlisted candidates list forward to the consultant to invite the short listed
candidates for interviews, and will ultimately make a recommendation to the OM/GM
for Interview.
OM /GM will go to concern country to conduct oral interview with the shortlisted
candidates
A summary of the interviews shall be prepared by the Human Resources Officer and
kept for record purposes.
the result is declared based on the performance of each candidate
The Human Resources Officer will ensure the Reference document of the selected
candidates and acceptance shall be followed by an appointment letter signed by the
OM/GM.

2.3 LOCAL RECRUITMENT

HR officer receive the application from the candidate& from the employee reference
and stored the application for the future purpose , based on the manpower request
form He will shortlisted the candidate and ensure the candidates visa, passport ,
civil id and call the candidate for the interview
The concern department HOD conduct oral preliminary interview with the
candidates and give their feedback on the different criteria and comments on the
basic weakness & strengths of each candidate. As per the performance of each
candidate in the personal interview list is prepared and submitted to OM/GM. The
final interview of the selected candidates is taken by the OM/GM and the negotiation
for the salary is done during the time interview and the result is declared after a day
or two.

2.4 APPOINTMENT
HR officer will prepare the appointment letter and get approvedfrom the GM.
The appointment letter forward to the candidate through the consultant, the letter
shall require the signature of the appointee before the appointment is considered
effective.
The appointment consist name of the candidate, salary, position, contract period,
Date of joining, job description
 Document Number :
Originated Date : Rev No. Rev Date:
MCCL/QSD/QSP 08/DMS
01-01-2016 00 01-01-2016
06
HR Manual Page 7 of 21

2.5 INDUCTION
HR officer will ensure the Induction for the new employee as per the induction check
list to positive start in MCCL and ideal time to identify any personal development
needed for the individual to become efficient in the job as quickly as possible.

2.6 PROBATION
Any appointment made on MCCL shall be subject to a probation period (One month)
as specified in the interview. At end of the probation period, employees immediate
supervisor shall make an appraisal report recommending a confirmation or
termination of the employees services. Where necessary, the probation period may
be extended as considered necessary by MCCL.
An employee who is on probation may have his appointment/terminated at any time
without notice. In the event of such termination/Appointment , MCCL will pay for the
period worked up to the time of termination/ Confirmation of appointment On
recommendation from the immediate supervisor
Unless otherwise stated, employment for all staff shall be on permanent basis
subject to satisfactory completion of the probation period and availability of funds.

2.7 EQUAL EMPLOYEE OPPORTUNITY

MCCL provides with equal employment opportunity to all qualified persons without
discrimination on the basis of age, sex, race, disability, marital status or religion in
accordance with applicable local, state and national laws and regulations. MCCL will
make reasonable job accommodation for the employee.

All employment and promotion decisions will be based solely upon

individualsqualifications, experience, and prior contribution and demonstrated
capacity to perform at higher or improved levels of performance and will be in
accordance with the principle of equal employment opportunity. MCCL will take
whatever affirmative action is necessary to attract and retain qualified persons.

2.8 EMPLOYMENT RECORDS

Employment Record is very important. It contains all relevant information about the
Employee.
 Document Number :
Originated Date : Rev No. Rev Date:
MCCL/QSD/QSP 08/DMS
01-01-2016 00 01-01-2016
06
HR Manual Page 8 of 21

All personal information regarding employee may be held on computer and hard
copy the information minimum as per the Employee personal profile check list
It is most important that these records are kept up to date by the HR Officer. The
employee should notify of any changes that might affect his/her Employment.This is
for the purpose of administration and management and MCCL in compliance with
applicable laws and regulations. All data will be treated with the utmost
confidentiality.
MCCL is committed to:
Keeping all personal information confidential and secure
Making sure the information is accurate, up-to-date and as complete as
possible
Removing irrelevant information as necessary
Information will not be disclosed to any external third party without employee
consent, except where it is necessary in order to comply with statutory
requirements or where an organization is acting on behalf of The Company.
Employee may at any time request access to the information after submit the letter
to HR, and access will be provided within a reasonable period.
2.9 HOURS OF WORK
Normal Working Hours as below
Site - 06.00 am to 05.00 pm
Head Office - 07.30 AM to 07.00 PM

2.10 HOLIDAYS
Weekly holidays:
Week Starts with Saturday and End with Thursday
Thurs Day 07.30 PM to 05. PM ( For Office staff Only)
Friday Full Day
Public holidays
Employees are entitled the holidays as per Saudi government labour law
*Note: The Working hours and Holidays are changeable based on the
company situation and the legal requirements

2.11 BREAKS AND REST PERIODS

1. For Office Staf
Breakfast - 06.00 AM to 07.30 AM
 Document Number :
Originated Date : Rev No. Rev Date:
MCCL/QSD/QSP 08/DMS
01-01-2016 00 01-01-2016
06
HR Manual Page 9 of 21

Lunch - 1.30 PM to 02.00 PM

Dinner - 07.30 Pm to 09.00 PM
2. For Site Employee
Breakfast - 06.00 AM to 07.30 AM
Lunch - 1.30 PM to 02.00 PM
Dinner - 07.30 Pm to 09.00 PM

3. TERMS AND CONDITION

3.1 TIME KEEPING/PUNCTUALITY
MCCL has installed punching machines for the Employees. Finger print must be used
by all employees to record entry & departure time. Accurately recording of time is
the responsibility of every employee.
MCCL to keep accurate record of time worked in order to calculate employees pay
and benefits. Time worked is the time actually spent on the job performing assigned
duties.
Time keeping is MCCL recordable for keeping track of employees and associate
members punctuality that leads to their performance analysis. Altering, tampering
with time records may result to the disciplinary action, up to and including
termination of employment.
To maintain a safe and productive work environment, MCCL expects employees to
be reliable and punctual in reporting for scheduled work.
In rarest of the instances when an employee cannot avoid being late on work or are
unable to work on scheduled, they should notify to department head /HR officer as
soon as possible in advance.
Ten minutes grace time would be allowed after 07:30
Any time after 07:40 till 09:00 would be considered as Late coming , Monthly three
late come is allowable , more than that consider as half day
Poor attendance as well as excessive tardiness is disruptive. Either may lead to
disciplinary action up to and including termination of employment.

3.2 DRESS CODE

MCCL objective in establishing a safe and comfortable environment includes setting
some standards for workplace dress code. This is applicable to all labour of MCCL.
MCCL requires the appearance of trusted profession MCCL a standard dress code is
necessary for everyone. MCCL has a uniform that will be provided to everyone.
 Document Number :
Originated Date : Rev No. Rev Date:
MCCL/QSD/QSP 08/DMS
01-01-2016 00 01-01-2016
06
HR Manual Page 10 of 21

Office Employees
There is no specific uniform for the Office employees, they can wear as they like.
Site Employees
The entire site employee should wear appropriate PPE during the working time ,
PPE will issue to all site employees based on the request

3.3 COMMUNICATION
E-MAIL AND INTERNET
Electronic mail enables MCCL to communicate promptly and efficiently with
customers and suppliers.
Every employee has a responsibility to maintain The Companys image, to use
electronic resources in a productive manner and to avoid placing MCCL at risk of
legal liability based on their use.
Employees must ensure that current Data Protection legislation is not breached, and
where a breach occurs that it is reported without delay.
E-mail is not to be used for private purposes and should not be used for any purpose
other than company business.
MCCL may have access to the internet in order to enable staff to obtain information
specific to their role within The Company. Employees requiring access to the internet
will need the approval of management. Internet connections are intended to support
company business.
General Internet access will only be provided with the permission of your
department head.
Employees may not disclose any inappropriate information regarding MCCL by
means of the internet, email or other means.
Employees may not download material which is not required for The Companys
purposes.
All software is the property of MCCL and should not be misused or copied.
Employees must comply with all protocols and directives regarding internet security.
Emails, the internet and other electronic communications are never entirely secure.
MCCL reserves the right to monitor and/or record the activities of all users on
company systems. This may mean that any activity, including emails etc. may be
intercepted, analyzed and read if necessary. Any such monitoring will be undertaken
consistent with current Data Protection legislation.
 Document Number :
Originated Date : Rev No. Rev Date:
MCCL/QSD/QSP 08/DMS
01-01-2016 00 01-01-2016
06
HR Manual Page 11 of 21

Employees are required not to divulge secrets or any information, which is regarded
as confidential by MCCL or any associated companies or their business during or
after your employment, except in the proper course of your employment or as
required by law.
You may not remove any documents or effects belonging to MCCL or which contain
any confidential information from The Companys premises at any time without
proper advance authorization.
You must return to MCCL upon request and, in any event, upon the termination of
your employment, all documents and effects belonging to MCCL or which contain or
refer to any confidential information and which are in your possession or under your
control.

TELEPHONES AND MOBILE

The Company's telephones are intended for the use of serving our customers and in
conducting The Company's business. Personal usage during business hours is
discouraged except for emergencies.
All personal telephone calls should be kept brief to avoid congestion on the
telephone line. To respect the rights of all employees and avoid miscommunication
in the office, employees should inform family members and friends to limit personal
telephone calls during working hours. If an employee is found to be deviating from
this policy, he/she may be subject to disciplinary action.
The mobile bill should within the specified limits as per the designation , if it more
than that the Employee should pay the extra limit amount

3.4 RESIGNATION AND TERMINATION

RESIGNATION
If the Employee want to resign the job first he/her should inform to department head
and get approval from the OM/GM ,
The minimum period of notice to be before 2 month
The department head will submit the subordinate resign letter to the HR officer and
request to close the all official settlement against the employee (Loan, Sim card,
service settlement ... etc.)

TERMINATION
MCCL management has rights to terminate any employee by giving as per the terms
and conditions outlined in the contract of employment
 Document Number :
Originated Date : Rev No. Rev Date:
MCCL/QSD/QSP 08/DMS
01-01-2016 00 01-01-2016
06
HR Manual Page 12 of 21

MCCL reserves the right to pay the appropriate payment in lieu of notice and may
require the employee not to work the notice period.

EXIT INTERVIEWS
At the end of any employee employment, an exit interview may be conducted by
the HR officer. The purpose is not only to handle organizational details, but MCCL to
find out why an employee is leaving and what MCCL might do to improve the
working environment for the future.

3.5 USAGE OF COMPANY PROPERTY

All Employees should handled the company property as their own if any loss or
damage of property MCCL will take appropriate disciplinary action as per the
Disciplinary procedure

3.6 TRAVEL, ACCOMMODATION

It is applicable to all Employees those are travelling on work related business they
can use of a taxi / Air for travel and accommodation & food in hotels, for the
overseas entertainment cost MCCL allowable. Before travel they can claim the
amount by get approval from OM/GM or after spend expense by them they should
forward the bills to accounts department after get approval signature from OM/GM
with in the 7 days from the date of travel. For applicable travel & Accommodation
remuneration (Refer attachment-3)

4. DISCIPLINARY
4.1 GENERAL
MCCL Employees will take appropriate action for the indisciplinary actions as per the
disciplinary action procedure (Ref Attachment : 4)
4.2 INVESTIGATION
Prior to taking the decision to invoke the disciplinary procedure, MCCL will ensure
that the situation has been thoroughly investigated.
This will be a fact finding process and will require the gathering of detailed
information. It may necessitate the carrying out of formal interviews and the taking
of written statements.
It is an integral part of the process and on occasions may require employees to be
suspended on full pay, while it is carried out.
 Document Number :
Originated Date : Rev No. Rev Date:
MCCL/QSD/QSP 08/DMS
01-01-2016 00 01-01-2016
06
HR Manual Page 13 of 21

Suspension on pay is not considered to be action taken under the disciplinary

procedure. It is there to ensure that issues are dealt with in a fair and reasonable
manner.
Equally, the employee has the right to present information in the defense of his/her
position, if the decision is taken to invoke the disciplinary procedure.
Once the investigation has been completed the Manager will inform the employee of
the findings and the outcome.
Where the decision is taken to invoke the disciplinary procedure then the employee
will be informed of the case against them, so they can respond in an informed
manner at a disciplinary hearing.
Where the decision is taken not to take disciplinary action, the employee will be
counseled.
The investigation should be conducted by either a designated member or members
of management or, if deemed appropriate,
The investigation should be conducted thoroughly, objectively, with sensitivity,
utmost confidentiality, and with due respect for the rights of both the
complainant(s) and the respondent(s).
The investigation should be governed by terms of reference, preferably agreed
between the parties in advance.
The investigator(s) should meet with the complainant and respondent(s) and any
witnesses or relevant persons on an individual confidential basis with a view to
establishing the facts surrounding the allegation(s). Both the complainant and
respondent(s) may be accompanied by a work colleague or employee representative
if so desired.
Every effort should be made to carry out and complete the investigation as quickly
as possible and preferably within an agreed timeframe.
On completion of the investigation, the investigator(s) should submit a written
report to management containing the findings of the investigation.
The parties will be given the opportunity to comment on the findings before any
action is decided upon by management. The complainant and the respondent(s)
should be informed in writing of the findings of the investigation.

4.3 APPEAL/ GRIEVANCE/DISPUTE

At any stage, the employee has the right to appeal in writing above the level of the
head taking the action, within seven days of notification of a decision. Appeal MCCL
 Document Number :
Originated Date : Rev No. Rev Date:
MCCL/QSD/QSP 08/DMS
01-01-2016 00 01-01-2016
06
HR Manual Page 14 of 21

will be dealt with as expeditiously as possible within a time frame proportionate with
the seriousness of the issue. Nothing in this policy affects an employees right to
further appeal in line with the Labor Relations Commission Code of Practice.
Grievances will occur in the normal course of interaction in any organization or
workplace. It is accepted that failure to provide a procedure to deal adequately with
these grievances, as they arise, will inevitably lead to disputes affecting not only the
aggrieved party but all those employed in The Company/workplace.
It is The Companys intention to se le amicably, at all times, any disagreements
between MCCL and individual employees or groups of employees, or between
employees themselves. All grievances will be dealt with, without undue delay and at
the earliest possible stage of this procedure. A senior member of management will
ensure that all grievances will be dealt with consistently and fairly having regard to:
Company Policy
Custom and Practice within The Company
Stage 1
The employee should first raise the matter with department head, which will make
every effort to solve the problemas quickly as possible. The matter will be discussed
informally by the employee or employees concerned, with theirimmediate
supervisor and agree any corrective actions.
Stage 2
If the employee feels the problem has not been solved within a reasonable time or if
you feel the solution is unsatisfactory, the matter will be referred to senior
management. A meeting will take place within a reasonable period appropriate to
the issue.
Stage 3
Should the matter remain unresolved, it may be referred to the appropriate body in
line with the Labor Relations Commissions Code of Practice.During the period in
which the above procedure is being followed, all employees are expected to co-
operate with normalworking arrangements as stipulated by The Company.

5. LEAVE
5.1 SICK LEAVE
MCCL provides paid sick leave benefits to all eligible employees for periods of
temporary absence due to illnesses or injuries. Sick leave can be availed up to
minimum half day. An eligible employee may use sick leave benefits for an absence
 Document Number :
Originated Date : Rev No. Rev Date:
MCCL/QSD/QSP 08/DMS
01-01-2016 00 01-01-2016
06
HR Manual Page 15 of 21

due to his or her own illness or injury, or that of a child, parent or spouse of the
employee.
Employees who are unable to report to work due to illness or injury should notify
their reporting officer or human resource department before the scheduled start of
their work day. If an employee is absent for three or more consecutive days due to
illness or injury, a Registered Physicians statement may need to be provided
verifying the disability and its beginning and expected ending dates. Such
verification may be requested for other sick leave absences as well and may be
required as to receiving sick leave benefits .Employees who quit or that are
terminated are not entitled to be paid any unused sick leaves.
MCCL laborer has get the following sick leaves during the year:
1-15 days - Full salary
16-25 days - Three quarters
26-35 days - Half salary
36-45 days - Quarter salary
> 45 Days - Loss of pay
Note: The laborer should provide a medical report from the doctor at government
medical centers.

5.2 ANNUAL LEAVE

The employee has a 30-day paid annual leave. However, during the first year of
work, the employee is not eligible to apply for leave except after at least 9 months
of service at the work place. Official holidays and sick leaves are not counted with
the annual leave. The laborer deserves leaves on the fractions of the year according
to the period he spent at the work place, even if the first year is included. The
laborer gets paid for his annual leave before going on leave. The MCCL management
has the right to determine the timing of the annual leave, the laborer has the right
to accumulate his leave, but not more than his leave for two years after the
approval of the employer, he can take his accumulated leave all at once. The annual
leave can be accumulated for more than two years with the two sides approval. The
laborer who spent two continuous years with the same employer can get a paid
leave for 21 days to perform Hajj, if he did not perform Hajj before.

5.3 EMERGENCY LEAVE

 Document Number :
Originated Date : Rev No. Rev Date:
MCCL/QSD/QSP 08/DMS
01-01-2016 00 01-01-2016
06
HR Manual Page 16 of 21

Employees may avail of force majeure leave with pay for unplanned, extreme and
urgent family reasons, where an immediate family member suffers an illness or
injury and the employees immediate presence with the injured party is absolutely
indispensable.
Force majeure leave is limited to a maximum of 3 days in a consecutive 12 month
period and a maximum of 5 days in a 36 month period. Absence for part of a day is
counted as one day of force majeure leave. Family members are defined as:
Child/Adoptive Child
Spouse or Partner (only where partner is living with employee)
Brother/Sister
Parent/Grandparent
Force majeure leave will only apply in cases where the employees personal
presence is indispensable. If an alternative person (other family member, friend,
baby sitter) can be found to deal with the situation then this will not apply.
6. BENEFITS
6.1 OVERTIME
This is only applicable to Labors only. MCCL does not support any overtime policy.
Employees and associated members are requested to complete their assignment in
given period of time.
Over time during normal Days - one times of their one hour salary, During the
National holidays 2 times of their one hour salary

6.2 MEDICAL INSURANCE:

For all employees working in the company, MCCL provides a medical insurance that
is set by the HR Department which is consistent with the Saudi labor law.

6.3 VEHICLE PROVISION:

Cars will be provided to those whose nature of duties requires frequent out of office
work.

6.4 COMPENSATION
All employees are eligible for workers compensation benefits in the event of an
injury arising from, or in the course and scope of their employment.
The process to be followed if an injury occurs is as follows:
The first priority in the event of an injury at work is medical attention.
 Document Number :
Originated Date : Rev No. Rev Date:
MCCL/QSD/QSP 08/DMS
01-01-2016 00 01-01-2016
06
HR Manual Page 17 of 21

The injured worker or nearest colleague should initially contact one of MCCLs
registered first aid attendants.
In the event of any apparently serious injury an ambulance should be called for.
Any employee who sustains an on-the-job injury, experiences a safety incident
or near miss must report the incident to their manager
The manager must then complete a report in the Register of Injuries, Incidents
and Near Misses.

6.5 SUGGESTION PROGRAM

Suggestion form (Ref Annexure) will avail with all departments head and MR-QHSE
As employee and associated members of MCCL, have the opportunity to contribute
to our future success and growth by submitting suggestions for practical work,
improvement or cost savings ideas.
All employees are eligible to participate in the suggestion program. suggestion is an
idea that will benefit MCCL by solving a problem, reducing costs, improving
operations or procedures, enhancing customer services, eliminating waste or
spoilage, or making MCCL a better or safer place to work.
All suggestions should contain a description of the problem or condition to be
improved, a detailed explanation of the solution or improvement, and the reason
why it should be implemented.
Submit suggestions to the HR or in suggestion boxes available in all blocks, after
review, they will be forwarded to the Management. As soon as possible, you will be
notified of the adoption or rejection of your suggestion.
Special recognition may be given to the employees who submit a suggestion that is
implemented.

6.6 REMUNERATION
All employees and staffs are paid on or before 15th of every month. Each pay (Cash/
Bank) includes earnings for all work performed till the end of previous pay roll
period. In the event that a regularly scheduled pay day falls on an off day such as a
weekend or holiday, employees and staffs receive pay after the regular pay day.
MCCL HR department will not give any salary slip to the Employees. Salary will be
made through Al Rajhi bank of Saudi Arabia
For employment grade and salary structure (Refer Attachment :5)
 Document Number :
Originated Date : Rev No. Rev Date:
MCCL/QSD/QSP 08/DMS
01-01-2016 00 01-01-2016
06
HR Manual Page 18 of 21

7. PERFORMANCE APPRAISAL
7.1 METHOD
HR Officer will prepare the annual performance appraisal plan. Performance
appraisal will conduct First Quarter of every Year for the previous year
Performance appraisal form forwarded to all Department head before one week
by the HR officer
Performance appraisal will conduct once in a year by the concern department Head
to the subordinate , for the Department head conducted by the OM/GM
Performance appraisal will conduct as per the appraisal form for the each
employees
KRA for the employee may review and change by the top management when
needed
Those are get low score , The management will give counseling the person to
improve the performance , If the employee get continuously low score for the last
three appraisal the top management will take action against the employee it may
suspension or termination

7.2 APPEAL
Every employee have rights to appeal against the appraisal and he/her should show
the record evidence for the performance
The management will do the investigation against the appeal and take appropriate
action against the appraiser
8. HEALTH & SAFETY
8.1 Smoking:
MCCL banned smoking in workplaces it include office & Site . Employee Should
smoke at designated area only
8.2 Drugs and Alcohol Abuse:
Alcohol consumption or illegal drug use is not permitted during work hours on the
premises.
 Document Number :
Originated Date : Rev No. Rev Date:
MCCL/QSD/QSP 08/DMS
01-01-2016 00 01-01-2016
06
HR Manual Page 19 of 21

ANNEXTURES
 Document Number :
Originated Date : Rev No. Rev Date:
MCCL/QSD/QSP 08/DMS
01-01-2016 00 01-01-2016
06
HR Manual Page 20 of 21

Annexure - 1
 Document Number :
Originated Date : Rev No. Rev Date:
MCCL/QSD/QSP 08/DMS
01-01-2016 00 01-01-2016
06
HR Manual Page 21 of 21

Annexure 2